Talent Acquisition Specialist

Description

Who We Are:

m2e Consulting Engineers is a full-service multi-disciplinary engineering consultancy in South and Central Florida that delivers industry-leading creative and technical services to a variety of clients including building owners, architects, developers, property managers, law firms, and general contractors.

Our Core Values

• •Do What's Right – Honesty, Integrity, Truthfulness
• •Do Your Best – Exceptional Client-Centric Service, Go Above and Beyond, Anticipate Needs
• •Own It – Accountable, Committed, Reliable
• •Win Together – Respect, Positive, Team Orientated, Support One Another
• •Grow Together – Continuous Improvement, Learn and Improve, No Ego

Working at m2e:

• •Creative, collaborative environment with Friday Happy Hour to relax after a productive week.
• •100% employer-paid Healthcare Premiums (Medical, Dental, Vision, GAP).
• •11.5 Paid Holidays, and Unlimited Flexible PTO.
• •401K plan with 100% match on the first 5% contribution.
• •m2e ranked as one of Inc. Magazine's 5000 Fastest Growing Companies and has been named one of the Best Places to Work by the South Florida Business Journal.

Job Purpose

The Talent Acquisition Specialist manages the full recruitment lifecycle for all m2e offices. Using knowledge of the labor market, the role sources active and passive candidates, builds a strong talent pipeline, maintains relationships with potential candidates, recruitment agencies, and partners with hiring managers and leadership to hire qualified candidates through a timely, organized, and compliant process.

Essential Duties and Responsibilities

The following duties are essential functions of this position.

Requisition and Intake Session

Partner with hiring managers and team leads to take in new roles, draft and update job descriptions, and review job requisitions. Route requisitions through Operations and Finance approvals and manage them in Paylocity, our HRIS/ATS.

Job Posting

• •Partner with the Marketing department to create job advertisements that attract experienced, qualified candidates.
• •Post openings on the company career site, job boards, and recruiting platforms.

Sourcing

• •Source qualified candidates through LinkedIn and other recruiting platforms, job boards, the ATS candidate database, networking, employee referrals, and recruiting firms.
• •Build and maintain a pipeline of qualified candidates for current and anticipated hiring needs.
• •Manage the employee referral program.
• •Manage relationships with external recruiting vendors, including service agreements, vendor forms, candidate submissions, and invoice follow-up with accounting.

Screening

• •Review resumes, applications, and candidates submitted by vendors against the job requirements, including any required professional licenses and certifications such as PE, EI, special inspector, etc.
• •Conduct phone screens to assess experience, technical skills, professionalism, work ethic, and culture fit. Use these calls to tell candidates about the role’s duties, compensation, benefits, schedule, working conditions, growth opportunities, and m2e culture.
• •Partner with the HR Director and the immigration attorney when a candidate needs a visa or employment sponsorship and coordinates the related offer terms and timelines.

Interviewing

• •Coordinate in-person and virtual interviews across all offices and leadership calendars.
• •Conduct initial interviews and structured candidate assessments. Document interview notes, scorecards, and candidate status in the ATS.

Selection

• •Partner with hiring managers to get feedback on every candidate interviewed, whether or not they move forward, along with the reason for the decision. Document that feedback in the ATS.
• •Conduct reference and background checks on finalists.
• •Verify that required professional licenses and certifications are active and in good standing with the issuing board before the offer is finalized and document the verification in the candidate’s file.

Offer

Prepare offer approvals and offer letters, support and escalate negotiations within approved pay bands and authorizations.

First Day and 30- Day Follow Up

• •Welcome new hires and conduct the new employee HR orientation.
• •Conduct HR 30-day check-ins with new hires and share any concerns with the hiring manager.

Ongoing Responsibilities

• •Partner with the Director of Operations and the Director of Marketing and Business Development to forecast talent needs based on project backlog, anticipated work, and business growth plans. Use the forecast to plan recruiting priorities and build pipelines ahead of demand.
• •Keep recruiting records organized and current and communicate promptly with candidates at every stage so no qualified applicant is overlooked.
• •Maintain applicant records and applicant flow data in accordance with the company’s record retention policy and applicable federal and state recordkeeping requirements. Keep voluntary self-identification data confidential and separate from hiring decisions.
• •Maintain the recruitment dashboards, recruiting tracker, and hiring scorecards. Track time-to-hire and other recruiting metrics and share biweekly recruiting updates with leadership and team leads.
• •Gather market data, salary benchmarks, and feedback from candidates and external recruiters, and provide it with recommendations that may help the HR Director make decisions on compensation and band reviews.
• •Recruit for and manage the internship program. Partner with educational institutions and take part in local career fairs to promote career opportunities.
• •Develop and recommend recruiting strategies and provide hiring-side input on retention.
• •Stay current on Equal Employment Opportunity (EEO) laws, including Title VII, the ADA, the ADEA, and the Florida Civil Rights Act, and apply them consistently throughout the hiring process.
• •Escalate sensitive employee relations matters, significant compliance concerns, and decisions requiring management approval to HR leadership.
• •Support HR special projects, audits, reporting, and quarterly Rocks.

Other Duties

Perform other related duties as assigned to meet the needs of the department and the firm.

Supervisory Responsibilities

Not applicable.

Requirements

Minimum Qualifications

Education: Bachelor’s degree in human resources, Business Administration, Psychology or a related field preferred. Associate degree diploma with a combination of relevant HR or administrative experience will be considered.

Experience:

• •2-4 years of proven experience as a Talent Acquisition Specialist or Recruiter in the AEC (Architecture, Engineering, Construction) industry.
• •Familiarity with social media, resume databases, and professional networks.
• •Experience with ATS and sourcing tools.

Preferred Qualifications

• •Licenses and Certifications: Valid Florida driver's license is preferred to have but not required.
• •Ability to speak clearly and communicate effectively in person, by phone, and in writing in English. Spanish is a plus but not required
• •Knowledge of office administration and recordkeeping, including managing files and maintaining accurate HRIS data. Paylocity HRIS system is preferred.

Skills

• •Written and verbal communication: Strong verbal and written communication skills, with the ability to adjust the message for candidates, hiring managers, and leadership.
• •Active listening : Understands candidate needs and manager priorities and asks the right follow-up questions.
• •Organization and time management: Manages several deadlines and recurring tasks at once.
• •Critical thinking: Sound judgment and critical thinking to evaluate candidates, weigh hiring options, and recommend the best path forward.
• •Problem-solving: Spotting issues early, such as a stalled search or a weak pipeline, and taking action to resolve them.
• •Customer service: Service-oriented, with strong interpersonal awareness and a focus on a positive candidate and hiring manager experience.
• •Coordination: